Know the type of leadership and how to develop it

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Know the type of leadership and how to develop it

Know the type of leadership and how to develop it

At some point in a career or business that wake up, you might take a leadership role in some capacity. Whether you lead meetings, projects, teams, or all departments, you can consider identifying or adopting the specified type and leadership style.

Most professionals develop their own types and leadership styles based on factors such as experience and personality, and unique corporate needs and organizational culture. Although every leader is different, there are 10 types of leadership commonly used at work.

In this article, we will discuss the 10 most common types and styles of leadership and provide examples and general characteristics of each to help you determine which leadership style you know most.

Why is the leadership style important?

In the indeed survey, 55% employers quote questions about leadership skills in an interview as the most accurate evaluation of candidate capabilities to succeed in a role.

When you develop leadership skills, you will likely use different processes and methods to achieve your company goals and meet the needs of employees who report to you.

To be effective as a manager or a pemimipin, you might use several different leadership styles at a certain time.

By taking the time to get used to each type of leadership, you might recognize certain areas to be repaired or developed your own leadership style.

You can also identify other ways to lead that might be more suitable for your current goals and understand how to work with managers who follow different styles of your style.

10 Types and Leadership Style

1. Type of coach

Coach leaders or coaches are someone who can quickly recognize the strength, weakness, and motivation of their team members to help each individual get better.

This type of leader often helps team members in setting smart goals and then providing routine feedback with challenging projects to encourage growth. They are skilled in establishing clear expectations and creating a positive and motivating environment.

The coach leadership style is one of the most profitable for employers and employees they manage. Unfortunately, this is often one of the most underutilized styles – mostly because it can be more time than other types of leadership.

You might be the coach leader if you are:

  • Supportive
  • Offering guidance instead of giving orders
  • Learn as a way to develop
  • Ask guided questions
  • Balance convey knowledge and help others find it yourself
  • Self-aware

Benefits: The coach’s leadership is positive. This promotes the development of new skills, free thinking, empowerment, reviewing the company’s goals and fostering a confident corporate culture. Train leaders are often seen as a precious mentor

Challenges: Even though it has many advantages, this style is more time consuming because it requires personal time with employees. This may be difficult to obtain in a fast-moving environment with priorities that are sensitive to time.

Example: sales managers collect their account executive team for meetings to discuss learning from the previous quarter. They started a meeting by completing a shared assessment of strength, weakness, opportunities and threats related to the performance of the team.

The manager then recognizes certain team members for extraordinary performance and discusses the goals achieved by the team. Finally, the manager closed the meeting by announcing the contest to start the next quarter, motivating sales staff to achieve their goals.

2. Visionary

The type of visionary leadership has a strong ability to encourage progress and deliver the period of change by inspiring employees and gaining trust for new ideas.

A visionary leader was also able to establish strong organizations. They try to foster trust between direct subordinates and colleagues.

This type of leadership is very helpful for small growing organizations, or large organizations that experience company transformation or restructuring.

You might be a visionary leader if you are:

  • Persistent and dare
  • Strategic
  • Take a risk
  • Inspiring
  • Optimistic
  • Innovative

Benefits: Visionary leadership can help companies grow, bring together the team and overall companies and improve technology or practices that are outdated.

Challenges: Visionary leaders may lose important details or other opportunities because they are so focused on the big picture. They may also sacrifice the solution to the current problem because they are very future oriented, which can make their team feel not heard.

Example: a teacher starts a group at work for coworkers who want to help resolve the anxiety and problems of students outside of school. The aim is to help students focus more and successful at school. He has developed a testing method so that they can find meaningful ways to help students in a fast and efficient way.

3. Serving leadership

Leadership that serves life with a mindset that prioritizes employees and believes that when team members feel satisfied personally and professionally, they will be more effective and more likely to produce great jobs regularly.

Because of their emphasis on employee satisfaction and collaboration, they tend to reach a higher level of respect.

A leader who serves is a very good type of leadership for industrial organizations and any size, but is very prevalent in a non-profit organization.

This type of leader is very skilled in building employee morale and helps people get involved with their work.

You might be a leader who serves if you are:

  • Motivate your team
  • Having good communication skills
  • Care personally with your team
  • Encourage collaboration and involvement
  • Committed to developing your team professionally

Benefits: Serving leaders have the capacity to increase employee loyalty and productivity, improve employee development and decision making, foster trust and create future leaders.

Challenges: Serving leaders can be fatigue because they might put their team’s needs above their own needs, they may have difficulty being authoritative when they need it and organizational goals may be risky if leaders who serve only focus on their direct team needs.

Example: Product manager holds a monthly four-eye meeting with everyone who has concerns, questions, or thinking about increasing or using products. This time it was intended for him to meet the needs and help those who use products in any capacity.

4. Otocratism

Also called authoritarian leadership style, this type of leadership is someone who is almost entirely focused on the results and efficiency.

They often make their own decisions or with a trusted small group and expect employees to do exactly as requested. It would be very helpful to think of this type of leader as a military commander.

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This leadership style can be useful in organizations with strict guidelines or heavy industries compliance. It can also be useful when used with employees who need a lot of supervision – like those who have little or without experience. However, this leadership style can paralyze creativity and make employees feel constrained.

You might be an autocratic leader if you are:

  • Self-confident
  • I have self motivation
  • Communicate clearly and consistently
  • Follow the rules
  • Reliable
  • Appreciate a very structured environment
  • Believe in a supervised work environment

Benefits: Autocratic leaders can increase productivity through delegation, providing clear and direct communication, reducing employee stress by making their own decisions quickly.

Challenges: This leadership style can cause stress for leaders by bearing all decision-making burdens. Lack of flexibility and stiffness, as well as lack of interest to listen to ideas from others, can cause resentment to the team.

Example: Before surgery, the surgeon carefully tells the rules and process of operating space with each team member who will help during the operation. He wants to make sure everyone understands expectations clearly and follows each procedure carefully and precisely so that the operation goes as smoothly as possible.

5. Laissez-Faire or Rove Hand

This leadership style is the opposite of the type of autocratic leadership, which mostly focuses on the delegation of many tasks to team members and provides little or unattended.

Because Laisez-Faire leader does not spend time managing employees intensely, they often have more time to be dedicated to other projects.

Managers can adopt this leadership style if all team members are very experienced, well trained, and only require a little supervision.

However, this can also cause a decrease in productivity if employees are confused about expectations of their leaders, or if some team members need consistent motivation and restrictions to work well.

You might be the leader of Laisez-Faire if you are:

  • Delegate effectively
  • Believe in freedom of choosing
  • Provide adequate resources and tools
  • Will take control if needed
  • Offering constructive criticism
  • Develop leadership quality in your team
  • Promoting an Autonomous Work Environment

Benefits: This style encourages accountability, creativity, and a relaxed work environment. Therefore, it can also increase employee retention.

Challenges: This style doesn’t work well for new employees, because they need direct guidance and support in their early days. This method can also cause a lack of structure, leadership confusion, and employees feel lack of support.

Example: When welcoming new employees, Keisha explained that technicians can manage and maintain their own work schedules as long as they track and achieve the goals they set together as a team. They are also free of learning and participating in projects outside the team they might be interested in.

6. Democratic or Participatory

Democratic leadership style (also called participatory style) is a combination of the type of autocratic leader and laissez-faire.

A democratic leader is someone who asked for input and considered feedback from his team before making a decision.

Because team members feel their voices are heard and their contributions are important, democratic leadership styles are often regarded as maintainer the level of employee involvement and higher workplace satisfaction.

Because this type of leadership encourages discussion and participation, this is a very good style for organizations that focus on creativity and innovation – such as the technology industry.

You can become a democratic leader / participatory if you:

  • Able to assess group discussions
  • Provide all information to the team when making a decision
  • Promote the work environment where everyone shares ideas
  • Are you rational?
  • Are you flexible?
  • Both in mediation

Benefits: Under this leadership style, employees can feel empowered, valued, and united. It has the power to increase retention and moral. It also requires less managerial supervision, because employees are usually part of the decision-making process and know what they need to do.

Challenges: This leadership style has the potential to be inefficient and expensive because it takes a long time to regulate large group discussions, get ideas and feedback, discuss the possibility of results and communicate decisions. It can also add social pressure to team members who do not like to share ideas in group settings.

Example: As a store manager, Budi has hired many brilliant team members and the focus he believes. When disconnected the storefront and floor design, Budi only acted as the last moderator for his team to continue their ideas. He was there to answer questions and present the possibility of improvement to be considered by his team.

7. Way opening

Street opening leadership style is the most effective one to get fast results. These leaders mainly focus on performance. They often set high standards and request the accountability of their team members to achieve their goals.

While the opening leadership style of the road is motivation and helps in a fast-moving environment where team members need to be given energy, it is not always the best choice for team members who need guidance and feedback.

You might be a speed leader if you are:

  • Set high standards
  • Focus on objectives
  • Don’t like praising
  • Will jump to achieve the goal if needed
  • Very competent
  • Appreciate the performance on the soft skill

Benefits: This type of leadership encourages employees to achieve goals and achieve business goals. It promotes high and dynamic work environment.

Challenges: This leadership style can also cause stress employees because they always drive towards goals or deadlines. The fast-paced work environment that is fostered in this style can also cause miscommunication or a lack of clear instructions.

Example: The weekly meeting leader realizes that one hour from everyone’s schedule once a week does not justify the purpose of the meeting. To increase efficiency, he changed the meeting to a standup 15 minutes only with the people he updated.

8. Transformational

Transformational leadership style is similar to the style of the coach because it focuses on clear communication, setting goals, and employee motivation.

However, instead of placing most energy into individual goals of each employee, transformational leaders are driven by commitment to organizational purposes.

Because this type of leader spends a lot of their time on a big picture, this lead style is best for a team that can handle many delegated tasks without constant supervision.

You might be a transformational leader if you are:

  • Respect your team mutual mutual
  • Give encouragement
  • Inspire others to achieve their goals
  • Think of the big picture
  • Respect your team intellectually
  • Creative
  • Have a good understanding of organizational needs
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Benefits: Transformational leadership appreciate personal relationships with their team, which can improve the moral and retention of the company. It also appreciates the company’s ethics and the team instead is too focused on achieving goals.

Challenges: Because transformational leaders view individuals, it can cause the victory of the team or the company not noticed. These leaders can also ignore detail because they are a big picture thinker.

Example: Reyna was hired to lead the marketing department. CEO asked him to set a new goal and set the team to achieve this goal. He spent the first months of his new role to get to know the company and marketing employees.

He gained a strong understanding of the current trends and the strength of the organization. After three months, he has set a clear target for each team that reports to him and asks individuals to set goals for themselves who are in harmony with it.

9. Transactional

A transactional leader is someone who focuses on performance, similar to the opening road. Under this leadership style, the manager sets predetermined incentives – usually in the form of money prizes for success and disciplinary action for failure.

Unlike the road opening leadership style, transactional leaders also focus on guidance, instructions and training to achieve goals and enjoy their rewards.

Although this type of leader is good for organizations or teams assigned to achieve certain goals, such as sales and income, it is not the best leadership style to encourage creativity.

You might be a transactional leader if you are:

  • Appreciate the company’s structure
  • Has a Micromanage skill
  • Don’t question authority
  • Practical and pragmatic
  • Achievement value
  • Are you reactionary?

Benefits: Transactional leaders facilitate the achievement of goals, through short-term goals and clearly determined structures.

Challenges: Too focus on short-term goals and do not have long-term goals can cause the company to struggle with difficulties. This style inhibits creativity and does not motivate employees who are not incentives by money compensation.

Example: Bank branch manager meets each team member every two weeks to discuss the ways they can meet and exceed the company’s monthly targets to get a bonus. Each of the 10 best employees in the district receives a prize money.

10. Bureaucracy

Bureaucratic leaders are similar to autocratic leaders in the event that they expect their team members to follow the rules and procedures exactly as written.

The bureaucratic leadership style focuses on fixed tasks in hierarchies where each employee has a series of responsibilities, and there is little need for collaboration and creativity.

This leadership style is most effective in the industry or strictly regulated department, such as finance, health care, or government.

You might be a bureaucratic leader if you are:

  • Detail oriented and focus on assignments
  • Rule and structure value
  • Have a good work ethic
  • Strong-willed
  • Have a commitment to your organization
  • Have self discipline

Benefits: This leadership style can be efficient in organizations that need to follow strict rules and regulations. Everyone in the team / company has a clearly defined role that leads to efficiency.

These leaders separate work from personal relationships to avoid obscuring team capabilities to achieve goals.

Challenges: This style does not promote creativity that can be limiting for several employees. This leadership style is also slow to change and does not develop in a dynamic environment.

Example: The manager at the office of an office instructs their employees to work in a specific and specific framework. They must take many steps to complete tasks with rules and conditions that are strict.

How to choose and develop your leadership type?

As someone who is interested in the leadership path or looking for more structures in their leadership approach, will be very helpful to choose an authentic leadership style for you.

Some questions that you might ask yourself when trying to determine which style is right for you to include:

  • What’s more about my purpose or relationship?
  • Do I believe in the structure or freedom of choosing?
  • Do I prefer to make my own decisions, or collectively?
  • Do I focus on short-term or long-term goals?
  • Does the motivation come from empowerment or direction?
  • For me, what is the dynamics of a healthy team?

These are just a few examples of questions to ask themselves when reading leadership styles to help you decide which style you like most. To develop your leadership style, consider the following strategies:

  • Test. Try various approaches in different circumstances and pay attention to the results. Be flexible in changing your approach.
  • Look for a mentor. Talk to a leader who has more experience than you can offer extraordinary insights about how they develop their style and what works for them.
  • Ask for feedback. Even though it is sometimes difficult to hear, building feedback helps you grow into a successful leader. Finding feedback from individuals you believe will give you an honest answer.
  • Be authentic. If you try to perfect the leadership style that is contrary to your personality or moral, it will be considered not authentic. Try to choose a leadership style that is in harmony with your strength and works to further improve it.

While certain leadership styles may have an impact on certain jobs – for example, autocratic leaders tend to succeed in the military environment – the best leadership uses a combination of these styles.

Knowing what style should be applied in the workplace situation comes with time, exercises, and emotional intelligence. Remember, most leaders borrow from various styles to achieve various purposes at different times in their careers.

Even though you might excel in a role using one type of leadership, other positions may require a series of different habits to ensure your team operates the most effective.

By understanding each type of leadership, and the results are designed to be achieved, you can choose the right leadership style for your current situation.

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